What are our options in relation to the employment of 'anti-vaxxers'? Can we dismiss them on the basis that they are not able to work?

Could you please provide some clarification around lost time injuries?

We are considering including a clause in new employment contracts to advise that having the COVID-19 vaccination is a condition of employment. Are we able to make vaccination a condition of employment (for future employees) of our business?

Are we able to terminate an employee's employment if he is unable to fulfill his role because he refuses to get vaccinated?

Is an employer entitled to mandate COVID-19 vaccination for their employees?

We have recently conducted an investigation into alleged misconduct for a health and safety procedure breach. What is the process if a person were to formally appeal the outcome of an investigation?

Since there is clearly a health and safety issue, is there anything staff can do? For instance, would this be something that could be reported to a regulator?

Can we ask a job candidate to consent to undergo a pre-employment medical assessment at their own expense? Is there anything in legislation that prevents this?

What rights does an employer have when an employee refuses to wear a face mask as part of a government directive in relation to COVID-19? Can we enforce compliance and discipline an employee who refuses to comply?

If an employee presents a medical certificate saying she is unfit for work due to stress, can we challenge the reason? Do we have to pay the employee before we see the medical certificate?

What health and safety considerations are there in relation to employees using the Uber service for business? We want to make sure we have covered all legal obligations before writing it into our policy that employees can use Uber for business-related travel.

Can I ask a new employee about pre-existing medical conditions, such as depression and anxiety?

If an employee has an injury that is not work-related, do we have to put together a return to work plan to ensure they do not injure themselves further at work?

Can we be held liable for an employee’s industrial deafness even if they sustained the injury in their previous role?

We have an employee who has taken nearly a month of personal leave due to illness. Since the employee works in a high-risk area of the business, we wish to ask them to provide a medical clearance before they return to work. Are we able to do this?